FACTORS INFLUENCING ABSENTEEISM IN THE CONSTRUCTION
INDUSTRY IN KENYA: A CASE STUDY OF H-YOUNG AND COMPANY
LIMITED
OYOMBA DOROTHY
BML/10/00306/1/2015
A RESEARCH PROJECT SUBMITTED TO THE SCHOOL OF
MANAGEMENT AND LEADERSHIP IN PARTIAL FULFILMENT OF
REQUIREMENT FOR THE AWARD OF DEGREE IN HUMAN RESOURCE
MANAGEMENT TO THE MANAGEMENT UNIVERSITY OF AFRICA
OCTOBER 2017
ii
DECLARATION
Declaration by the Student
This research project is my original work and has not been presented for a degree in
any other University.
Name: Dorothy Oyomba Sign ____________ Date ___________________
BML/10/00306/1/2015
Declaration by the Supervisor
This research project has been submitted for examination with my approval as
University supervisor.
Name: David Kanyanjua Sign ____________ Date ___________________
Management University of Africa
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DEDICATION
I dedicate this project to my family and friends for their spiritual advice and moral
support. May almighty God bless you all abundantly.
iv
ACKNOWLEDGEMENT
I wish to acknowledge The Management University of Africa for the provision of
serene environment for learning. Special thanks go to H-Young and Company
Limited to pick the subject area for research. Finally, I thank my supervisor for
creating time to pass through my work.
v
ABSTRACT
Over the years, construction companies find it difficult to sustain and manage their
business based on competitive advantage in the construction industry. Moreover,
employee productivity in the construction industry has derailed drastically thus
influencing employee absenteeism in the sector. To address the issue, the study
focused on factors influencing absenteeism in the construction industry in Kenya. The
specific objectives of the study were to determine the effect of wages, attitude, job
design and working conditions on absenteeism in the construction industry in Kenya.
The study used descriptive research design and the target population for the study was
134 respondents. The study used stratified random sampling technique to arrive at a
sample of 75 respondents. Data collected was analyzed using qualitative and
quantitative techniques. The results were presented in tables, figures and graphs. The
study will act as documentation guide to construction companies in terms of
developing operational strategy with an aim of sharpening efficiency and heightened
competitiveness in the construction industry. On the other hand, other researchers
may use the study as a source of reference guide while conducting their own research
work. This also encompass building academic knowledge of the existing literature.
Based on the study findings, 74% of the total respondents stated that wages influence
absenteeism in the construction industry while 26% said it does not affect. Attitude
affect absenteeism in the construction industry which was represented by 75% while
25% said it does not affect. The study showed that job design affect absenteeism in
the construction industry which was indicated by 80% while 20% said it does affect.
Working affects absenteeism in the construction industry which was represented by
77% while 23% said it does not affect. The study revealed that wages, attitude, job
design and working conditions are vital in ensuring that there is employee
absenteeism in the construction industry. Based on the recommendations the
organization should implement fair remuneration of wages for their employees, the
organization should train their employees on regular basis, job design should be
properly formulated in the organization and the organization should ensure there is
conducive working environment.
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TABLE OF CONTENTS
DECLARATION .................................................................................................................. ii
DEDICATION .................................................................................................................... iii
ACKNOWLEDGEMENT.....................................................................................................iv
ABSTRACT ......................................................................................................................... v
LIST OF FIGURES.................................................................................................................... x
ACRONYMS AND ABBREVIATIONS .............................................................................. xi
OPERATIONAL DEFINITION OF TERMS ....................................................................... xii
CHAPTER ONE ................................................................................................................... 1
INTRODUCTION ................................................................................................................ 1
1.0 Introduction...................................................................................................... 1
1.1 Background of the Study .................................................................................. 1
1.2 Statement of the Problem ................................................................................. 4
1.3 Objectives of the Study .................................................................................... 5
1.4 Research Questions .......................................................................................... 6
1.5 Justification of the Study .................................................................................. 6
1.6 Scope of the Study ........................................................................................... 6
1.7 Chapter Summary ............................................................................................ 7
CHAPTER TWO .................................................................................................................. 8
LITERATURE REVIEW ...................................................................................................... 8
2.0 Introduction...................................................................................................... 8
2.1 Theoretical Literature Review .......................................................................... 8
2.2 Empirical Literature Review............................................................................. 9
2.3 Summary and Research Gaps ......................................................................... 12
2.4 Conceptual Framework .................................................................................. 15
2.5 Operational Framework .................................................................................. 15
2.6 Chapter Summary .......................................................................................... 15
vii
CHAPTER THREE ............................................................................................................ 17
RESEARCH METHODOLOGY ........................................................................................ 17
3.0 Introduction.................................................................................................... 17
3.1 Research Design ............................................................................................. 17
3.2 Target Population ........................................................................................... 17
3.3 Sample and Sampling Technique .................................................................... 17
3.4 Data Collection Instruments ........................................................................... 18
3.5 Pilot Study ..................................................................................................... 18
3.6 Data Collection Procedure .............................................................................. 19
3.7 Data Analysis and Presentation ...................................................................... 19
3.8 Ethical Consideration ..................................................................................... 20
3.9 Chapter Summary .......................................................................................... 20
CHAPTER FOUR............................................................................................................... 21
DATA ANALYSIS, PRESENTATION AND INTERPRETATION OF FINDINGS ........... 21
4.0 Introduction.................................................................................................... 21
4.1 Presentation of Findings ............................................................................... 21
4.2 Limitations of the study .................................................................................. 39
4.3 Chapter Summary .......................................................................................... 39
CHAPTER FIVE ................................................................................................. 40
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS . 40
5.1 Introduction.................................................................................................... 40
5.2 Summary of the Findings ............................................................................... 40
5.3 Conclusions.................................................................................................... 41
5.4 Recommendations .......................................................................................... 42
5.5 Suggestions for Further Research ................................................................... 42
References ........................................................................................................... 43
APPENDICES .................................................................................................................... 46
viii
Appendix I: Research Questionnaire ................................................................................... 46
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LIST OF TABLES
Table 3.1 Target Population ................................................................................. 17
Table 3.2 Sample Size .......................................................................................... 18
Table 4.1 Response rate ....................................................................................... 21
Table 4.2 Gender Analysis ................................................................................... 22
Table 4.3 Age Bracket ......................................................................................... 23
Table 4.4 Education Level.................................................................................... 24
Table 4.5 Length of Service ................................................................................. 25
Table 4.6 Whether Wages Influence Absenteeism ................................................ 26
Table 4.7 Extent of Wages on Absenteeism.......................................................... 27
Table 4.8 Rating wages on Absenteeism .............................................................. 28
Table 4.9 Influence of Attitude on Absenteeism ................................................... 29
Table 4.10 Whether Attitude Influence Absenteeism ............................................ 30
Table 4.11 Whether Attitude Influence Absenteeism in the Organization ............. 31
Table 4.12 Influence of Job Design on Absenteeism ............................................ 32
Table 4.13 Rating Job Design on Absenteeism ..................................................... 33
Table 4.14 Whether Job Design Influence Absenteeism ....................................... 34
Table 4.15 Influence of Working Conditions on Absenteeism .............................. 35
Table 4.16 Rating Working Conditions on Absenteeism....................................... 36
Table 4.17 Whether Working Conditions Influence Absenteeism ......................... 37
Table 4.18 Rating Working Conditions on Absenteeism....................................... 38
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LIST OF FIGURES
Figure 2.1 Conceptual Framework ....................................................................... 15
Figure 2.2 Operational Framework ....................................................................... 15
Figure 4.1 Response Rate ..................................................................................... 21
Figure 4.2 Gender Analysis .................................................................................. 22
Figure 4.3 Age Rate ............................................................................................. 23
Figure 4.4 Education Level .................................................................................. 24
Figure 4.5 Length of Service ................................................................................ 25
Figure 4.6 Whether Wages Influence Absenteeism............................................... 26
Figure 4.7 Extent of Wages on Absenteeism ........................................................ 27
Figure 4.9 Influence of Attitude on Absenteeism .................................................. 29
Figure 4.10 Whether Attitude Influence Absenteeism........................................... 30
Figure 4.12 Influence of Job Design on Absenteeism ........................................... 32
Figure 4.13 Rating Job Design on Absenteeism.................................................... 33
Figure 4.15 Influence of Working Conditions on Absenteeism ............................. 35
Figure 4.16 Rating Working Conditions on Absenteeism ..................................... 36
Figure 4.18 Rating Working Conditions on Absenteeism ..................................... 38
xi
ACRONYMS AND ABBREVIATIONS
EA East Africa
SPSS Statistical Package for Social Sciences
xii
OPERATIONAL DEFINITION OF TERMS
Attitude It is a set of evaluations of one's job that constitute one's
feelings toward, beliefs about, and attachment to one's
job
Job design It is the deciding of a job's key contents, from the duties
and responsibilities involved to the systems and
procedures
Wages This is payment for units of time or units of product as
valued under a wage rate agreement
Working conditions It entails providing environment friendly surrounding
that addresses employee needs and wants in an
organization.
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CHAPTER ONE
INTRODUCTION
1.0 Introduction
This chapter presents the, background of the study, statement of the problem, research
objectives, research questions, justification of the study, scope of the study and
chapter summary.
1.1 Background of the Study
According to James (2012), absenteeism means employees failure to attend to their
day to day working scheduled as planned by an organization. The author further
categorized absenteeism into white, grey and black. In his review, white absenteeism
means employee is ill or not feeling well and his/her claim can be proved through
medical records. Grey absenteeism determines whether the perceived illness is
psychological or not. On the other hand, black absenteeism occurs when employees
portray themselves to be sick yet they are not. Consequently, black absenteeism is the
most common type of absenteeism experienced in many organizations. Thus, work
absenteeism in construction industry may be regional, organizational or departmental.
Individuals not just used to leave the associations because of the individual reasons,
the primary reason is about the modern ecological variables. Truancy not just
demonstrates the physical nearness, it begins with the mental nonattendance of an
individual so the firm needs to take this as a vital issue before starting any therapeutic
activities through that and alongside the participative administration.
In numerous associations, a human connection is a noteworthy issue for human asset
administrators and supervisory staff. This is for the most part in light of the way that
budgetary imperatives in numerous associations negatively affect representative
execution and efficiency. This is went down by Barmase and Shukla (2013) who
expressed that "Non-appearance is a noteworthy issue in the work put setting as well
as it is a costly dare to supervisors."
A study done by Mercer (2008) found out that the cost related to employee
absenteeism is 36% significant of the amount reflected on the payroll. This shows that
the cost of employee absenteeism is often misunderstood in relation to its impact on
2
total organization performance. Moreover, Perry (2007) stipulated that employee
absenteeism is highly related to turnover in many organizations. The results from the
author revealed that low self-esteem, work load, decrease in revenue has forced
customers to shift to other competitive businesses that offer the same service at the
same price. Also, loyal employees are burdened by their counterparts duties thus
performance decreases drastically.
Over the years, organizations have thrived to develop a number of absenteeism
models to avail the cause of employee absenteeism (Lambert, 2009). In their view,
Nicholson’s model on employee absenteeism provided the needed explanation by
many managers. In his model, Lambert discovered that employee self actualization
factors such as employee attachment to an organization, compensation and daily
travel routines influenced employee absence at a higher frequency. On the other
hand, a model by Steers and Rhodes (2009) analyzed personal characteristics such as
education level, gender, family settings, job satisfaction and work pressure to
formulate a possible theory on employee absenteeism. As a result, the authors
concluded that employee attendance and absenteeism highly relies on reward and
incentive systems based within their organization space and setting. In addition, group
norms and dynamics also reveal employee working patterns in connection to
absenteeism.
In another study, Steers and Rhodes (2009) sought to investigate attendance of
employees in construction organizations. The authors designed a diagnostic model to
be used by managers and supervisors to measure employee attendance. Based on their
theoretical analytics, the authors found out that the employee attendance is highly
influenced by motivational drive instilled by managers across the board. Also,
household related issues such as family responsibility and illnesses were equated to
have a significant influence on organization policies. Similarly, Evans et al (2010)
used the same model to determine the relationship between employee personal
characteristics, organizations factors and outside organization factors which formed
the basis of the author’s research.
Consequently, the presence of absenteeism in organizations is mainly based on
exposure of instability hazards and poor remuneration policy. Moreover, absenteeism
is also linked to employee gender, working hours and duration of service in an
3
organization. On the other hand, Gross (2011) averts that work factors such as
conducive working environment induces job satisfaction levels of employees. He
further stipulates that any work factor that is contrary to job satisfaction causes
absenteeism.
In developed nations, for example, Britain, Greiner (2013) discovered that specialists
in numerous associations are exhausted as well as paid less wages and commissions.
Along these lines, the way of life of affliction involves which thus costs the
administration to burn through billions of pounds. The lack of private associations
experts in many nations is all around reported; it has achieved such a degree, to the
point that a few associations are putting forth rewards to draw laborers from different
bosses. Each development proficient is an imperative piece of the framework, and
lack in any region makes issues for different units of specialists. A broad lack makes
the likelihood that specialists will get substandard care or even be put in risk. These
deficiencies additionally make a domain that isn't helpful for holding the most
qualified and experienced experts at their work environment.
Occupation fulfillment among private associations experts is progressively being
perceived as a measure that ought to be incorporated into quality change programs.
Low occupation fulfillment can bring about expanded staff turnover and non-
attendance, which influences the proficiency of associations. In some created nations
in Europe, numerous administrators provide food for the need of their partners by
ensuring that they convey and they are all around made up for their obligations and
undertakings. For instance in Denmark, a few organizations routinely direct their own
activity fulfillment studies and figure worker fulfillment list with a point of
contrasting their files with different associations working on a similar system. This
has provoked European Union to underscore the requirement for associations in
Europe to stick to work quality norms and social consideration of representative
needs (European Commission, 2012).
The look for upgraded profitability has been a noteworthy worry for all associations
in more created social orders. In creating nations, the need to improve profitability is
additionally a thought. Occupation fulfillment of representatives has been observed to
4
be a critical factor influencing profitability and has gotten extensive intrigue
(Collinset, 2012).
1.1.1 Brief History of H-Young and Company Limited
H Young and Company Limited (EA) is a private constrained organization situated in
Nairobi since 1951. The organization is overseen by governing body included
proficient temporary workers. The organization has a senior administration group
involved pioneers whose mastery guarantees venture execution is executed in time. J.
Schwartzman has been the Managing Director since 1984 and has administered the
development of H Young from an auxiliary steel fabricator to a multi-faceted
development Company. His experience incorporates senior parts in outline and
building Companies preceding his joining H Young. He has more than 35 years'
involvement in outline, Construction and operation of an extensive variety of
organizations in process and Infrastructure advancement in Kenya and universally. He
is additionally a chief of Aristocrats Concrete, Warren Enterprise and Gilfillan Air
molding Services Company.
1.2 Statement of the Problem
As of late, numerous development temporary workers raised the issue of
representative non-appearance as a noteworthy test they look in enhancing efficiency
and supporting aggressiveness. One factor that adds to bring down profitability is
truancy. Effective associations monitor every one of the elements that can affect their
business. They know when to suit the little staff without taking their eyes off the
master plan, and they comprehend that a wide range of conditions can change the
immeasurably critical main concern. Knowing the inside and outside variables that
influences an association gives associations the knowledge they needs to deal with the
organization's needs and make key arrangements for the future (Greiner, 2013). Non-
attendance is one of the best difficulties looked by every one of the associations in
this modernized world, which results to turnover (Court, 2011).
In an examination to decide the connection between work fulfillment and non-
appearance in the field benefit area in Western Cape, Josias (2013) found a solid
association between sexual orientation adjust, work residency and conjugal status.
Additionally, no measurable hugeness was found to demonstrate the distinction in
truancy on the tested representatives. In another examination, Mc Clenney (2012)
5
stipulated that there is no critical relationship between representative truancy and their
identity attributes. This implies there is a hole on whether worker viewpoint towards
non-appearance is exceedingly comprehended in light of other research ponder that
have developed to address the issue. In view of these, requirement for additionally
inquire about is clearly critical to comprehend representative's view on the topic.
In an association setting, representative non-appearance isn't just exorbitant yet in
addition troublesome too. This depends on the way that representatives show in an
association need to assume responsibility of their truant partners employments which
may be less compelling regarding work yield. Therefore, numerous directors
concentrate on methods for holding and supporting workers to evade surprising
misfortunes to the association regarding execution. According to Bynoe (2008), the
need for further research on employee absenteeism is paramount and should be based
on employee perspective. In other words, employee absenteeism can only be
understood from the employee’s point of view. The study therefore sought to
determine factors influencing absenteeism in the construction industry in Kenya.
1.3 Objectives of the Study
1.3.1 General Objective
To determine factors influencing absenteeism in the construction industry in Kenya
1.3.2 Specific Objectives
i. To identify how wages influence absenteeism at H-Young and Company
Limited
ii. To determine the influence of attitude on absenteeism at H-Young and
Company Limited
iii. To identify the influence of job design on absenteeism at H-Young and
Company Limited
iv. To determine the influence of working conditions on absenteeism at H-Young
and Company Limited
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1.4 Research Questions
i. To what extent do wages influence absenteeism at H- Young and Company
Limited?
ii. What is the influence of attitude on absenteeism at H- Young and Company
Limited?
iii. To what extent does Job design influence absenteeism at H- Young and
Company Limited?
iv. How does working conditions influence the absenteeism at H- Young and
Company Limited?
1.5 Justification of the Study
Management of the company may use the study as a documentation guide to
investigate factors influencing absenteeism in the construction industry; this ensured
that the main objective of the research study will be identified and strategies will be
put in place towards controlling maximum absenteeism.
The study will be of importance to other construction industry. The outcome of this
research study will form a document which any organizations will consider for
adoption in developing operational strategy leading to sharpened efficiency and
heightened competitiveness, though implementation of actions which will be used in
enhancing effective management of absenteeism.
Other researchers will use the study as a source of reference guide when conducting
their own research work. Additionally, the scholars may use the study to build on
existing literature by adding more relevant knowledge based on the field of study.
1.6 Scope of the Study
The study focused on factors influencing absenteeism in construction industry in
Kenya. The study was carried at H-Young and Company Limited which is located at
in Industrial Area along Enterprise Road Nairobi. A target population of 134
employees from the company was targeted where sample size 75 employees was
selected from the three level of management. The research was undertaken for a
period of three months from July to September 2017
7
1.7 Chapter Summary
This study was carried to investigate factors influencing absenteeism in the
construction industry. The chapter also highlighted background information of the
study based on problem statement experienced in the construction industry. The study
objectives and research questions highlighted variables to be used in the study and
scope of the study determine whether their need for further research.
8
CHAPTER TWO
LITERATURE REVIEW
2.0 Introduction
This chapter presents the literature reviews related to the topic under study. It presents
the theoretical framework. Also, the chapter presents discussion on empirical research
for the purposes of discerning the gaps filled by the study.
2.1 Theoretical Literature Review
The theories in this section were formulated to explain and understand the
absenteeism behavior in organizations. Also these theories sought build on existing
literature by expounding on areas not addressed to the latter (Berret, 1997). Thus,
theoretical framework was used to support the study. Also, theoretical framework
showcased application of the existing theory in relation to the study. The theoretical
framework provided a rationale for predictions about the relationships among
variables of the research study.
2.1.1 Reinforcement Theory
This theory was proposed by Skinner (1971) and his associates. It states that
individual’s behavior is a function of its consequences. It is based on law of effect.
The theory showcases how an individual behavior is the main function of tend to be
its consequence in a repetitive manner. On the other hand, people with negative
consequences are not repeated in their behavior (Thorndike, 2005).
This theory supported the use of disciplinary action to modify the behavior of
absenteeism for employees, however this study concerned itself with whether
disciplinary action really is effective as for positive behavior it supported employee
welfare services for employee to encourage repetition of positive behavior and stop
absenteeism (Watsons, 1993).
The theory also averts that the removal of an unpleasant reinforce can also strengthen
behavior. Provision of employee welfares to make life fairer for the employee can be
a form of negative reinforcement by removing non rewarding stimulus hence
encouraging employees to be present at the place of work. According to Mcleod
(2007), where reward is given, positive behavior is more likely to be repeated in the
future, thus strengthening the behavior.
9
2.1.2 Maslow’s Hierarchy of Needs Theory
Maslow's (1943) pecking order of requirements hypothesis puts worker's needs into
five dynamic classifications, starting with essential physical needs and advancing up
to requirements for self-awareness and vocation improvement. As indicated by this
hypothesis, one should pass the lower level of fulfillment before entering the more
elevated amount. The hypothesis approvals that workers in an association setting
ought to rouse each other. This ought to include association with a point of submitting
towards authoritative objectives meeting and destinations. As indicated by this
hypothesis, neglecting to address representative's issues at any level in the order can
make an absence of satisfaction in workers' expert lives. At last, representatives will
be compelled to look for other better paying occupations to suite their own needs or
needs regardless of the possibility that activity offer is from their rivals. This
hypothesis does not consider that human needs are interminable and in undeniable
realities the associations can't address each issue of its workers. What's more,
representatives leave well-paying employments however their reward merits
considering. This implies human needs are interminable and there is no certain point
demonstrating this is the most abnormal amount of fulfillment.
2.2 Empirical Literature Review
2.2.1 Wages and Absenteeism
Awolusi et al (2015) directed an examination which on the impact of worker non-
attendance on corporate execution. The examination utilized elucidating study outline
where polls were utilized to gather information. Various relapse examination using
SPSS at noteworthiness level of 0.05 was utilized. The discoveries uncovered that
there exists a connection between worker truancy and corporate execution. In
addition, the F-trial of noteworthiness demonstrated that a p estimation of < 0.05 was
measurably hugeness.
Christian (2010) looked to break down to what degree outright wage levels, relative
wages contrasted and associates, and the position in an association's pecking order
influence laborers' non-attendance conduct. The examination utilized staff
information of a substantial German organization from January 1999 to December
2005. The informational index contains 62,774 month to month perceptions of 1,187
10
full‐time white‐collar laborers. Probit and Tobit models for singular month to month
non-attendance are assessed. The discoveries demonstrated that non-attendance is
contrarily connected with total wages, relative wages, and progressive levels, which is
in accordance with the paper's speculations. Also, the outcomes show that a positive
relative wage has a more grounded affect than a negative relative wage, which offers
ascend to the issue of unequal wage structures.
Marco E. what's more, Martin R. (2007) led an examination to see if raising the
compensation of low-wage representatives diminish their rate of affliction
nonattendance at work. Utilizing board data from respondents to the quarterly national
Labor Force Survey, the investigation utilized the presentation of the National
Minimum Wage in the UK as a characteristic examination to decide if increment in
compensation because of low wages results to worker non-attendance. The outcomes
uncovered that expanding representative wages diminishes dark disorder
nonattendance among the low paid workers.
2.2.2 Attitude and Absenteeism
Troy and Kelly (2011) led an examination to explore the impacts of attitudinal and
statistic factors on representatives' choices to take part in intentional non-attendance
in a unionized workplace. The 79 unionized members worked for a national car
enterprise and finished a paper-based overview measuring authoritative observations
and states of mind. Specialists joined these discoveries with statistic information and
recorded nonattendance reports and utilized relapse examinations for elucidation
purposes. Discoveries proposed a principle impact of employment fulfillment on
willful non-attendance and intuitive impacts of residency and hierarchical trust on
intentional truancy.
Punnett (2014) did an investigation to look at the relationship of occupation states of
mind and identity qualities to non-appearance, in five assembling organizations in
Barbados, an English-speaking Caribbean nation. The investigation analyzed a sum of
352 respondents from alloted support numbers. The investigation reason for existing
was to decide the relationship in built up hypotheses in the created nations particularly
the USA. The examination result demonstrated that the level of worker fulfillment is
11
exceedingly identified with representative non-attendance. The discoveries were
additionally identified with past research on representative non-attendance.
In another exploration, Odilia (2011) directed an investigation to decide the rate at
which truancy and turnover is knowledgeable about government associations. The
primary subject of the examination investigated contrasts in representative state of
mind in two departmental areas of government companies. The investigation comes
about did not uncover any noteworthy connection between worker mentality levels
with representative truancy. Also, the discoveries did not affirm with the theories
produced to find out the investigation.
2.2.3 Job Design and Absenteeism
Solid et al. (2013) in their investigation of 323 wellbeing administrations staff in the
United Kingdom, found that activity fulfillment is identified with the quantity of days
truant and in addition to the recurrence of nonappearance. This view is bolstered by
Hoque and Islam (2013), who directed an examination among 400 representatives
from material and jute processes in Bangladesh. They found that activity fulfillment
contributes contrarily to non-appearance, along these lines the lower the fulfillment
levels, the higher non-attendance among the example of laborers.
Wear and Godday (2015) directed an exact examination to comprehend the
connection between's activity non-attendance and employment outline Bayelsa State
Civil Service where 348 staff from 19 segments was chosen. The investigation
delineated that the force of representative nonattendance is profoundly identified with
work revolution and employment plan.
2.2.4 Working Conditions and Absenteeism
Nyathi and Jooste (2008) did an examination to portray the working conditions that
add to non-attendance among the expert and sub-proficient attendants at a
commonplace healing facility in the Limpopo territory of South Africa. The example
included 107 expert medical caretakers and 163 sub-proficient attendants who
deliberately consented to take an interest in the examination. A survey was utilized to
gather information, which was broke down utilizing elucidating and inferential
insights. The discoveries of this investigation demonstrated that individual and
12
administrative attributes and authoritative and working conditions may prompt non-
attendance in the work environment.
Their model depended on the Shapiro and Stiglitz productivity wage demonstrate. The
model gave a testable theory of repaying wage differentials. A board of quarterly firm
level information from 1990 to Eluka and Nwonu (2015) directed an investigation to
discover the impacts of willful nonattendances and unlucky deficiencies identified
with sick wellbeing, where wellbeing impacts were thought to be attached to working
conditions 1998 was utilized and the hypothetical model is upheld by the exact
discoveries. The outcome showed that the laborers may not be completely
remunerated while encountering elevated amounts of commotion in the work
territory, or when the activity includes a high level of dreary work, overwhelming or
visit lifting or poor work stances.
Roelofsen (2002) think about gave a basic audit of the impact of working conditions
on representative execution. A specimen of 50 respondents was chosen through
straightforward irregular inspecting technique. Both the essential and optional
information were the wellspring of information gathering and the meeting plan was
the device through which the essential information were gathered by managing on the
respondents. The examination discoveries uncovered that enhancing working
condition brings about a decrease in various grievances and non-appearance and an
expansion in efficiency.
2.3 Summary and Research Gaps
From the exact investigations, it is obvious that there are look into holes and the
present examination will try to fill them. An investigation by Awolusi et al (2015)
inspected the impact of truancy on corporate execution. The investigation uncovered
that there was a huge connection between representative non-appearance and
corporate execution. Notwithstanding, the investigation neglected to expand on how
non-appearance and corporate execution is connected to poor wages at work
environment.
Another investigation by Christian (2010) looked to examine to what degree total
wage levels, relative wages contrasted and associates, and the position in a company's
chain of importance influence laborers' non-appearance conduct. Relationship
13
investigation uncovered that non-attendance is contrarily identified with outright
wages and progressive levels in a firm. The creator additionally stipulated that a
positive relative wage has a solid effect than negative relative wages. This has
however offered ascend to the issues of unequal wage structures. Though the creator's
comments are valid and relevant, a clarification on factors contributing unequal wage
structure was not explained to the last mentioned.
So as to see if raising the compensation of low wage representatives lessens truancy at
work, Marco and Martin (2011) stipulated that raising the genuine wage might be a
compelling instrument for decreasing rates of affliction nonattendance among the low
paid representatives. Despite the fact that the creators opinions are fairly identified
with the ebb and flow inquire about, there is an applied holes in light of the factors
utilized as a part of the investigation. Additionally, the examination neglected to
specify the degree to which increment in genuine wage decreases the rate of affliction
among the low paid laborers.
On the impact of state of mind and non-appearance, Troy and Kelly (2011) examines
how demeanor prompts intentional non-appearance in unionized workplace. The
discoveries recommended that activity fulfillment and intelligent impacts of residency
and association trust is identified with deliberate truancy. In any case, the outcomes
by the analyst neglected to address main considerations impacting truancy in the
development business and whether willful non-appearance is a contributory factor.
As indicated by Punnet (2014) work disposition and identity attributes in connection
to non-appearance depends on relationship. The fundamental discoveries
demonstrated that fulfillment among representatives, action, duty and professional
stability are identified with truancy. Be that as it may, the examination discoveries
depended on speculations from the USA which is a created nation in this manner the
setting isn't identified with non-attendance idea in creating nations.
Essentially, Odilia (2011) contemplated the impact of worker state of mind towards
truancy in Government Corporation. The investigation additionally measured the
distinctions in representative state of mind between departmental segments of
government partnerships and how they are identified with truancy. In any case, the
examination neglected to demonstrate particular relationship in levels of state of mind
14
between the two segments. Subsequently, the flow study will expound on the hole
through further research.
Solid (2013) investigated connection between's activity fulfillment and truancy. The
creator uncovered that activity fulfillment contributes adversely towards non-
attendance. In this manner bring down fulfillment levels were connected to higher
truancy among specialists. While the assessments are to some degree material to
consider, the examination did not fuse work outline as a contributory factor towards
truancy. Moreover, systems set up to lessen non-appearance at work were not tended
to by the investigation. Despite the fact that the reliant variable is identified with the
present examination, the investigation did not uncover circumstances that lead
nonattendance power in the services.
Nyathi and Joote (2008) did an examination to see if working conditions impact
representative non-appearance among the expert and sub-proficient attendants at a
commonplace doctor's facility in the Limpopo territory of South Africa. The
consequences of the investigation uncovered worker identity, administrative
characteristics and working conditions may prompt non-attendance if not took care of
painstakingly. In another examination, Eluka and Nwonu (2015) directed an
investigation to discover the impacts of deliberate nonattendances and unlucky
deficiencies identified with sick wellbeing, where wellbeing impacts were thought to
be fixing to working conditions. The investigation demonstrated that specialists
encountering abnormal amounts of dreary work may not be completely adjusted.
Notwithstanding, the examination did not clarify the principle explanation for laborers
not being adjusted. Additionally, Roelofsen (2012) consider gave a basic audit of the
impact of working conditions on representative execution. The discoveries
demonstrated that enhancing work conditions lessens the quantity of objections and
non-appearance which thusly builds efficiency. From the review, the discoveries are
decidedly identified with the momentum inquire about setting. In any case, the
examination neglected to address cases that delineate work conditions can affect
worker truancy.
15
2.4 Conceptual Framework
Figure 2.1 Conceptual Framework
Independent Variables Dependent Variable
Source: Author (2017)
2.5 Operational Framework
Figure 2.2 Operational Framework
Parameters Independent Variables Dependent Variable
2.6 Chapter Summary
Chapter two presents theoretical review of literature on absenteeism in organizations.
Theories used in the study presents other scholars view on the research topic and how
their views contributed will contribute to the research objectives. Also, this chapter is
Wages
Attitude
Job design
Working Conditions
Absenteeism in the
Construction Industry
Wages
Attitude
Job Design
Working
Conditions
Absenteeism
Reward System
Motivation
Promotion
Skill Variety
Responsibility
Belief
Job Satisfaction
Job Security
Job Involvement
Safety
Adherence to Policy
16
the foundation of the research and the author’s views will show the researcher how
the previous study extends to the current knowledge body of the topic under study.
17
CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Introduction
This chapter presents a review of the research methodology. Specifically, the chapter
discusses the methods and procedures used in the research. This chapter describe the
type of design used, target and sampled employees, data collection instruments,
validity and reliability, data collection procedure, data analysis and ethical
considerations.
3.1 Research Design
Cooper and Schindler (2012) defined research design as a plan and structure of
investigating phenomena with an aim of obtaining answers related to research
questions. Descriptive design was employed in the study because it focuses on
complex analysis to bring out the correlation of variables. Causal relationship seeks to
establish how one variable affects changes in another. This is to focus on
understanding, explaining, predicting and controlling relationships between variables.
3.2 Target Population
As per Kombo and Tromp (2012) target is contained a gathering of people, articles or
things examined for estimation which have something normal. In view of this, the
objective populace for this investigation was 134 workers as introduced in table 3.1
underneath;
Table 3.1 Target Population
Category Target Population Percentage
Top Level Management 3 2
Middle Level Management 10 8
Support Staff 121 90
Total 134 100
Source: Author (2017)
3.3 Sample and Sampling Technique
A sample design is the architecture or the strategy used to select study participants or
respondents (Kothari, 2011). Sampling refers to the systematic selection of a limited
18
number of elements out of a theoretically specified population of elements. The study
used stratified random sampling technique. The reason for sampling in this study was
to lower cost, accessibility of study population and the greater speed of data
collection. This method helped the researcher to achieve precision, flexible in the
choice of the sample design for different strata and finally one is able to get estimates
of each stratum in addition to the population estimate (Kothari, 2011). This is shown
on table 3.2 below;
Table 3.2 Sample Size
Category Target Population Sample Size Percentage
Top Level Management 3 2 2
Middle Level Management 10 6 8
Support Staff 121 67 90
Total 134 75 100
Source: Author (2017)
3.4 Data Collection Instruments
Gall, Gall and Borg (2007) defined data collection as a process of collecting relevant
raw information that can be analyzed into meaningful data. The study employed
primary data as the main source for collecting data from the field. It is first hand
information collected by an individual group or organization. Closed ended questions
was preferred since they enhanced uniformity of responses.
3.5 Pilot Study
Pilot testing was done on the polls keeping in mind the end goal to observe any
equivocalness in order to refine the exploration instruments. The specialist regulated
an arrangement of organized and unstructured surveys through pilot contemplate in
order to evaluate the poll propriety and to have the capacity to assess the time
required for the investigation. Kothari (2011) attests that it is basic that instruments
for information accumulation be as exact as could reasonably be expected. This
empowered the analyst to refine, upgrade and re-compose the survey where
fundamental with the assistance of companions who have inside and out learning in
insights. Pilot study was done on ten (10) arbitrarily chose respondents. These
19
respondents were not incorporated into the last investigation test keeping in mind the
end goal to control reaction biasness.
3.5.1 Validity
Validity refers to measuring research instruments in accordance to research objectives
(Bryman and Cramer, 2009). Validity is described as the degree of congruence
between the explanations of the phenomena and the realities of the world. To check
on the validity of the instruments the questionnaires were presented to the research
supervisors and other educational planning experts from Management University of
Africa who scrutinized and addressed relevant adjustments to be made.
3.5.2 Reliability Test
Reliability alludes to the repeatability, steadiness or inward consistency of a poll.
(Cronbach, 2011). Reliability reflects the expectation of similar results even with
repetitive measure. Data collected was pilot tested for relevance and consistency in
order to eliminate errors.
3.6 Data Collection Procedure
The study adopted a drop-and-pick approach of administration of the research
instrument to the sampled respondents. Drop and pick method of administration of the
questionnaires will be preferred in this case since it is deemed more appropriate to
ensure high rate of return of the instruments (Kothari, 2011). After a period of two
weeks the researcher picked the questionnaires from the company.
3.7 Data Analysis and Presentation
Data analysis is utilized by specialists to process crude information in a requested and
composed way with a point of removing helpful data (Gall, Gall and Borg, 2007).
Unmistakable measurements, for example, mean and frequencies will be utilized to
perform information investigation. After information gathering through polls,
information was altered, coded, sorted and entered in excel spreadsheet. Subjective
information was examined in light of the substance matter of the reactions. Reactions
with basic topics or examples was assembled together into intelligible classes.
Quantitative information was exhibited in tables and diagrams and clarification were
displayed in writing.
20
3.8 Ethical Consideration
3.8.1 Informed Consent
The researcher ensured that only those who understood the questionnaires and agreed
to fill were considered and were informed in advance when the questionnaires was to
be filled and collected.
3.8.2 Voluntary Participation
The respondents were requested to participate in the study as long as they were
willing to fill the questionnaires and understood the topic of discussion.
3.8.3 Confidentiality
All respondents were assured of their confidentiality by the researcher explaining and
making clear the purpose of the study being solely and purely academic and that all
information given was treated with uttermost respect
3.8.4 Privacy
During filling of the questionnaires, the researcher ensures that there will be
interference from outside the preferred the questionnaires to be filled at the premises
and no questionnaires will be carried from outside the organization.
3.8.5 Anonymity
Consequently, all respondents were implored to fill the questionnaires without use of
any identification details whatsoever to maintain anonymity.
3.9 Chapter Summary
This chapter describes the research methodology the researcher used to gather and
analyze data from the respondents. It also describes how descriptive research design
was used to select the study area. Data was sampled using a formula and the results
was gathered through questionnaires. To derive conclusions regarding the population
under study, descriptive and inferential statistics was used. Finally, the respondent’s
anonymity was protected to ensure informed consent out of their voluntary
participation is well protected from any other third-party individual or organization.
The next chapter discusses how data gathered from the respondents was analyzed,
interpreted and presented.
21
CHAPTER FOUR
DATA ANALYSIS, PRESENTATION AND INTERPRETATION OF
FINDINGS
4.0 Introduction
This chapter discusses the data collected from the respondents based on the research
questions.
4.1 Presentation of Findings
4.1.1 Response Rate
Table 4.1 Response rate
Category Frequency Percentage
Responses 61 81
Non-responses 14 19
Total 75 100
Figure 4.1 Response Rate
Table 4.1 and figure 4.1 indicated the response rate. From the study majority of the
respondents participated in the study represented by 81% while 19% did not
participate. This indicate that the study was successful. Mugenda and Mugenda
(2013) argued that a response above 70% is excellent when carrying a study.
22
4.1.2 Gender Analysis
Table 4.2 Gender Analysis
Category Frequency Percentage
Male 39 64
Female 22 36
Total 61 100
Figure 4.2 Gender Analysis
Based table 4.2 and figure 4.2 male respondents were higher represented by 64%
while the number of female was represented by 36%. The study shows that the
organization comply with one third gender rule.
23
4.1.3 Age Bracket
Table 4.3 Age Bracket
Category Frequency Percentage
18 – 25 years 13 21
26 – 33 years 21 35
Over 33 years 27 44
Total 61 100
Figure 4.3 Age Rate
The analysis on age bracket revealed that 18-25 years were represented by 21%, 26-
33 years was represented by 35% and over 33 years was represented by 44%. The
study showed that majority of the respondents were aged over 33 years and hence
indicated that the organization had more energetic work force to execute their duties.
24
4.1.4 Education Level
Table 4.4 Education Level
Category Frequency Percentage
Certificate 9 15
Diploma 11 18
Undergraduate 27 44
Others (Specify) 14 23
Total 61 100
Figure 4.4 Education Level
Table 4.4 and figure 4.4 shows education level attained by the respondents. Certificate
level was represented by 15%, diploma was represented by 18%, undergraduate was
represented by 44% while others was represented by 23%. The study showed that the
organization recruited their employees after completing a bachelor degree level of
education.
25
4.1.5 Length of Service
Table 4.5 Length of Service
Category Frequency Percentage
Less than 2 years 11 18
2– 6 years 19 31
7 years and above 31 51
Total 61 100
Figure 4.5 Length of Service
Based on the length of service in the organization. Less than 2 years was represented
by 18%, 2-6 years was represented by 31% while 7years and above was represented
51%. The study showed that majority of the respondent had worked in the
organization for 7 years and above and therefore were aware of problems which
affected absenteeism in the organization.
26
4.1.6 Wages
Table 4.6 Whether Wages Influence Absenteeism
Category Frequency Percentage
Yes 45 74
No 16 26
Total 61 100
Figure 4.6 Whether Wages Influence Absenteeism
Table 4.6 and figure 4.6 analysis whether wages influence absenteeism in the
construction industry. Based on the findings 74% of the respondents stated that wages
affect absenteeism in the construction industry while 26% said it does not affect. The
respondents stated remuneration of employees was not based on performance and thus
most employees failed to show up at their work place.
27
4.1.7 Wages
Table 4.7 Extent of Wages on Absenteeism
Category Frequency Percentage
Very high extent 17 28
High extent 11 18
Moderate extent 10 16
Low extent 7 12
No effect 16 26
Total 61 100
Figure 4.7 Extent of Wages on Absenteeism
Table 4.7 and figure 4.7 indicate the extent to which wages influence absenteeism in
the construction industry. Majority of the respondents were of the opinion that wages
influence absenteeism at very high extent represented by 28%, 18% represented high
extent, 16% represented moderate extent, 12% low extent while no effect was
represented by 26%. The respondents stated that the organization failed to review
wages on regular basis and this facilitated employees absenteeism.
28
Table 4.8 Rating wages on Absenteeism
Please mark (√) in the box which best describes your agreement or disagreement.
(Rate on a scale of 1 to 5 where 1=strongly agree, 2=agree, 3=neutral, 4=disagree,
5=strongly disagree)
Statement 1 2 3 4 5
Wage levels represents money an
average worker makes in his
organization.
28% 21% 20% 16% 15%
Wages form the largest cost factor for
the enterprise.
25% 28% 21% 15% 11%
Employees consider wages as the
means of satisfying their needs in
terms of an expected standards
21% 30% 23% 18% 8%
Raising the real wage may be an
effective instrument for reducing rates
of absence among the low paid.
23% 20% 26% 21% 10%
Negative relative wage gives rise to
the issue of unequal wage structures.
31% 18% 16% 21% 13%
Table 4.8 indicated the rating of the response based on the statement. On whether
Wage levels represents money an average worker makes in his organization, 28%
strongly agreed, 21% agreed, 20% were neutral, 16% disagreed while 15% disagreed
with the statement. On whether wages form the largest cost factor for the
enterprise,25% strongly agreed with the statement, 28% agreed, 21% were neutral,
15% disagreed while 11% strongly disagreed with the statement. On whether
employees consider wages as the means of satisfying their needs in terms of an
expected standards, 21% strongly agreed, 30% agreed, 23% were neutral, 18%
disagreed while 8% strongly disagreed. Based on whether raising the real wage may
be an effective instrument for reducing rates of absence among the low paid, 23%
strongly agreed with the statement, 20% agreed, 26% were neutral, 21% were neutral
while 10% strongly disagreed with the statement. On whether negative relative wage
gives rise to the issue of unequal wage structures, 31% strongly agreed with the
29
statement, 18% agreed, 16% were neutral,21% disagreed while 13% strongly
disagreed with the statement. The respondents stated that there was relative wages
which gave unequal wage structures.
4.1.9 Attitude
Table 4.9 Influence of Attitude on Absenteeism
Category Frequency Percentage
Yes 46 75
No 15 25
Total 61 100
Figure 4.9 Influence of Attitude on Absenteeism
Table 4.9 and figure 4.9 indicates whether attitude influence absenteeism in the
construction industry, 75% of the total respondents indicated attitude influence
absenteeism in the industry while 25% said it does not influence. The respondents
indicated that different employees had negative attitude towards their job activities
and this encouraged absenteeism in the organizations.
30
4.1.10 Attitude
Table 4.10 Whether Attitude Influence Absenteeism
Category Frequency Percentage
Very often 19 31
Often 15 25
Sometimes 13 21
Never 14 23
Total 61 100
Figure 4.10 Whether Attitude Influence Absenteeism
Table 4.10 and figure 4.10 shows how often attitude influence absenteeism in the
organization, 31% said it influence absenteeism at very often, 25% said it influence at
often, 21% sometimes while never was represented by 23%. The respondents
indicated that majority of employees in the organization had negative personality
towards their job performance and thus influenced absenteeism in the organization.
31
Table 4.11 Whether Attitude Influence Absenteeism in the Organization
In scale of 1 to 5 (where, 1=strongly agree, 2=agree, 3=neutral, 4=disagree,
5=strongly disagree), please indicate whether the following statements are related to
absenteeism.
Statement 1 2 3 4 5
Attitudes play a major part in
determining a person’s personality
28% 25% 20% 18% 10%
Attitudes have an effect on one’s
social interactions
31% 26% 23% 11% 9%
Attitudes help organizations define
how they see situations, as well as
define how they behave toward the
situation or object.
26% 23% 21% 16% 13%
Job attitude and personality is a major
characteristic to absenteeism
30% 28% 21% 13% 8%
Table 4.11 show the analysis on whether attitude influence absenteeism in the
organization. On whether attitudes play a major part in determining a person’s
personality, 28% strongly agreed with the statement, 25% agreed, 20% were neutral,
18% disagreed while 10% strongly disagreed with the statement. On whether attitudes
have an effect on one’s social interactions, 31% strongly agreed, 26% agreed, 23%
were neutral,11% disagreed while 9% strongly disagreed with the statement. On
whether attitudes help organizations define how they see situations, as well as define
how they behave toward the situation or object, 26% strongly agreed with the
statement, 23% agree, 21% were neutral,16% disagreed while 13% strongly disagreed
with the statement. The respondents stated employees had different job personality
which was a major characteristic to absenteeism in the organization.
32
4.1.12 Job Design
Table 4.12 Influence of Job Design on Absenteeism
Category Frequency Percentage
Yes 49 80
No 12 20
Total 61 100
Figure 4.12 Influence of Job Design on Absenteeism
Table 4.12 and figure 4.12 show the influence of job design in construction industry.
From the analysis, 80% of the total respondents agreed job design influence
absenteeism in the organization while 20% disagreed. The respondents stated that job
design in the organization caused dissatisfaction of employees and thus highly
influenced absenteeism in the organization.
33
Table 4.13 Rating Job Design on Absenteeism
Category Frequency Percentage
Very effective 21 34
Effective 17 28
Less effective 13 21
Not effective 10 17
Total 61 100
Figure 4.13 Rating Job Design on Absenteeism
Table 4.13 and figure 4.13 on how the respondents rate job design on absenteeism in
the organization, 34% rated it as very effective, 28% rated it as effective, 21% as less
effective while no effective was represented by 17%. The respondents stated that job
design was not properly stipulated which had negative outcomes on employees.
34
Table 4.14 Whether Job Design Influence Absenteeism
Please indicate whether you agree or disagree with the following statements
concerning whether job design influences absenteeism in your organization.
(Scale: 1=strongly agree, 2=agree, 3=neutral, 4=disagree, 5=strongly disagree)
Statement 1 2 3 4 5
Job design gives workers control over
how they operate on tasks.
28% 21% 21% 16% 13%
Job design may have positive
outcomes towards employee
absenteeism.
23% 28% 26% 13% 10%
Job design sometimes cause
dissatisfaction among certain
employees
34% 25% 18% 15% 8%
Job design may bring frustration
among employees who have a desire
to have control over how they work.
26% 30% 25% 11% 8%
Table 4.14 indicates whether job design influence absenteeism in organizations. On
whether job design gives workers control over how they operate on tasks, 28%
strongly agreed with the statement, 21% agreed, 16% were neutral, 16% disagreed
while 13% strongly disagreed with the statement. On whether job design may have
positive outcomes towards employee absenteeism,23% strongly agreed with the
statement, 28% agreed, 26% were neutral, 13% disagreed while 10% strongly
disagreed with statement. On job design sometimes cause dissatisfaction among
certain employees, 34% strongly agreed with the statement, 25% agreed, 18% were
neutral, 15% disagreed while 8% disagreed. On whether job design may bring
frustration among employees who have a desire to have control over how they work,
26% strongly agreed with the statement, 30% agreed, 25% were neutral, 11%
disagreed while 8% disagreed with the statement. The respondents indicated the
organization lacked proper job description which is vital for organization to run
smoothly.
35
4.1.15 Working Conditions
Table 4.15 Influence of Working Conditions on Absenteeism
Category Frequency Percentage
Yes 47 77
No 14 23
Total 61 100
Figure 4.15 Influence of Working Conditions on Absenteeism
Table 4.15 and figure 4.15 indicates the influence of working conditions on
absenteeism in organization. The study indicates 77% of the respondents were of the
opinion working conditions influence absenteeism while 23% said it does not
influence. The respondents indicated that the organization lacked conducive
environment for working which resulted to complaints from employees.
36
4.1.16 Working Conditions
Table 4.16 Rating Working Conditions on Absenteeism
Category Frequency Percentage
Excellent 13 21
Good 11 18
Average 6 10
Fair 12 20
Poor 19 31
Total 61 100
Figure 4.16 Rating Working Conditions on Absenteeism
Table 4.16 and figure 4.16 indicate how the respondents rated working conditions on
absenteeism in the organization,21% rated it as excellent, 18% as good, 10% as
average, 20% as fair while 31% rated working conditions as poor. The respondents
indicated the organization failed to maintain proper working conditions which
influenced absenteeism in the organization.
37
Table 4.17 Whether Working Conditions Influence Absenteeism
1=strongly agree, 2=agree, 3=neutral, 4=disagree, 5=strongly disagree
Statement 1 2 3 4 5
Working conditions such as high
degree of monotonous work, heavy or
frequent lifting or poor work postures
can lead to absenteeism
28% 26% 23% 15% 8%
Improving working environment
reduces the number of complaints and
absenteeism which in turn increases
productivity
36% 31% 21% 7% 5%
Working environment of an employee
is one of the important indexes of
measuring their working comfort and
employee satisfaction.
38% 25% 18% 8% 11%
Good working conditions help
employees to accomplish tasks
successfully thus minimize absenteeism
in the long run.
41% 21% 18% 15% 5%
Table 4.17 indicates whether working conditions influence absenteeism in the
organization. On whether working conditions such as high degree of monotonous
work, heavy or frequent lifting or poor work postures can lead to absenteeism, 28%
strongly agreed, 26% agreed, 23% were neutral, 15% disagreed while 8% strongly
disagreed. On whether improving working environment reduces the number of
complaints and absenteeism which in turn increases productivity, 36% strongly
agreed, 31% agreed, 21% were neutral, 7% disagreed while 5% strongly disagreed.
On whether working environment of an employee is one of the important indexes of
measuring their working comfort and employee satisfaction, 38% strongly agreed
with the statement,25% agreed, 18% were neutral, 8% disagreed while 11% strongly
disagreed. On whether good working conditions help employees to accomplish tasks
successfully thus minimize absenteeism in the long run, 41% strongly agreed, 21%
agreed, 18% were neutral, 15% disagreed while 5% strongly disagreed. The
38
respondents lacked good working conditions and thus employees failed to accomplish
their goals in the organization.
4.1.18 Working Conditions
Table 4.18 Rating Working Conditions on Absenteeism
Category Frequency Percentage
Very Satisfied 18 30
Somewhat Satisfied 15 24
Neither satisfied 11 18
Somewhat Satisfied 9 15
Very dissatisfied 8 13
Total 61 100
Figure 4.18 Rating Working Conditions on Absenteeism
Table 4.18 indicates how the respondents rated working conditions on absenteeism in
the organization. Based on the analysis, 30% were very satisfied, 24% represented
somewhat satisfied, 18% were neither satisfied, 15% were somewhat dissatisfied and
13% were very dissatisfied. Majority of the respondents stated that the organization
failed to improve the working environment of the employees and thus experienced a
39
lot of complains.
4.2 Limitations of the study
The researcher encountered a problem for accessing the premises of this organization
due to the security measures which have been employed by the organization.
However, the researcher sought permission from the relevant head of authority access
the organization. There was also delay in filling of questionnaires due to the busy
schedule of the employees in the organization. The researcher had to leave the
questionnaires to the human resource department and distribute them and fill at their
own time.
4.3 Chapter Summary
The chapter contains the response rate, presentations of the findings which was
analyzed both qualitatively and quantitively. The chapter also contains the limitations
of the study.
40
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
5.1 Introduction
This chapter include summary of findings from the study, the conclusion,
recommendations of the study and suggestion for further studies
5.2 Summary of the Findings
5.2.1 To what extent do Wages Influence absenteeism at H- Young and Company
Limited?
The study indicated wages influence absenteeism in H -Young and Company Limited.
Majority of the respondents stated that wages influence absenteeism in H-Young
Company Limited which was represented by 74% while 26% said it does not affect.
The respondents stated that the organization failed to review wages on regular basis
and this facilitated employee’s absenteeism which concurred with the findings by
Kelly (2011) who stated that employees’ wages should be reviewed on regular basis
to minimize absenteeism in organizations.
5.2.2 What is the influence of Attitude on absenteeism at H- Young and
Company Limited?
The study indicated attitude influence absenteeism in H -Young and Company
Limited. The respondents who were represented by 75% stated that attitude influence
absenteeism in H -Young and Company Limited while 25% said it does not influence.
The respondents indicated that different employees had negative attitude towards their
job activities and this encouraged absenteeism in the organizations and this finding
concurred with Odilia (2011) who stated that employees should be motivated at their
work place to ensure that they have positive attitude towards their job and thus attend
work on regular basis.
5.2.3 To what extent does Job Design Influence absenteeism at H- Young and
Company Limited?
The study indicated job design influence absenteeism in H -Young and Company
Limited. Majority of the respondents represented by 80% stated that job design
influence absenteeism in H -Young and Company Limited while 20% said it does not
41
influence. The respondents stated that job design was not properly stipulated which
had negative outcomes on employees in the organization. This finding concurred with
Hoque (2013) who stated that each employee in the organization should have a
specific role to play and proper segregation of duties is necessary in an organization.
5.2.4 How does Working Conditions Influence absenteeism at H- Young and
Company Limited?
The study indicated working conditions influence absenteeism in H -Young and
Company Limited. Majority of the respondents represented by 77% stated that
working conditions influence absenteeism in H -Young and Company Limited while
23% said it does not influence. The respondents indicated that the organization lacked
conducive environment for working which resulted to complains from employees and
this study concurred with the findings by Roelofsen (2002) who stated that enhancing
working condition brings about a decrease in various grievances and non-appearance
and an expansion in efficiency.
5.3 Conclusions
The study concluded that wages influence absenteeism in H -Young and Company
Limited. The respondents indicated that the remuneration of employees in the
organization was based on performance and this promoted absenteeism in the
organization. The study concluded that attitude influence absenteeism in H -Young
and Company Limited. The respondents were of the opinion that employees had
negative attitude at work place and this affected absenteeism in the organization. The
study concluded that job design influence absenteeism in H -Young and Company
Limited. Majority of the respondents stated that job design in the organization was not
properly stipulated and this led conflicting goals. The study concluded that working
conditions influence absenteeism in H -Young and Company Limited. The
respondents stated the working environment was not conducive for employees to
work and thus absenteeism in the organization.
42
5.4 Recommendations
The study recommends that the organization should have proper remuneration policy
which should be fair to both the employer and employees. The management should
ensure that employee is remunerated based performance of employees and staff
performance should be conducted on a continuous basis.
The study recommends that the management should train employee on a continuous
basis. This will promote employee to have a positive attitude at their place of work
and encouraged them to perform their duties in the right manner.
The study recommends that H-Young Company and Limited should prepare job
specifications in the organization. There should be proper segregation of duties which
would promote a well job design in the organization
The study recommends that there should be working conditions in the organization.
The organization should comply with Safety, Health and Environmental Policy which
promote the safety of workers at the work place
5.5 Suggestions for Further Research
The study was limited at H-Young and Company Limited and intended to investigate
factors influencing absenteeism in the construction industry in Kenya. Further studies
should be carried in different constructions sector and come up with more
comprehensive findings.
43
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46
APPENDICES
Appendix I: Research Questionnaire
Instructions
This questionnaire is designed to carry out a survey on the Factors Influencing
Absenteeism in the Construction Industry in Kenya: a case study of H-Young and
Company Limited
Section A: Demographics
1. Gender
Male [ ] Female [ ]
2. Age Bracket?
18-25 years [ ]
26-33 years [ ]
Over 33 years [ ]
3. Highest Level of Education
Certificate [ ]
Diploma [ ]
Undergraduate [ ]
Other (Specify) [ ]
4. Length of Service in the Organization
Less than 2 years [ ]
2 – 6 years [ ]
7 years and above [ ]
Section B: Whether Wages Influence Absenteeism
5. Do wages influence absenteeism in the construction industry?
Yes [ ] No [ ]
Please explain
…………………………………………………………………………………………
…………………………………………………………………………………………
47
To what extent do wages influence the rate of absenteeism in your organization?
please tick
Very high extent High extent Moderate extent Low extent No effect
6. This section is concerned with investigation whether wages influence absenteeism
in the construction industry. Please mark (√) in the box which best describes your
agreement or disagreement. (Rate on a scale of 1 to 5 where 1=strongly agree,
2=agree, 3=neutral, 4=disagree, 5=strongly disagree)
Statement 1 2 3 4 5
Wage levels represents money an
average worker makes in his
organization.
Wages form the largest cost factor
for the enterprise.
Employees consider wages as the
means of satisfying their needs in
terms of an expected standards
Raising the real wage may be an
effective instrument for reducing
rates of absence among the low
paid.
Negative relative wage gives rise to
the issue of unequal wage
structures.
Section C: Whether Attitude Influence Absenteeism
7. Does attitude influence absenteeism in the construction industry in Kenya?
Yes [ ] No [ ]
48
Please explain--------------------------------------------------------------------
How often does attitude influence absenteeism in your organization?
Very often [ ] Often [ ] Sometimes [ ] Never [ ]
8. In scale of 1 to 5 (where, 1=strongly agree, 2=agree, 3=neutral, 4=disagree,
5=strongly disagree), please indicate whether the following statements are related
to absenteeism.
Statement 1 2 3 4 5
Attitudes play a major part in
determining a person’s personality
Attitudes have an effect on one’s
social interactions
Attitudes help organizations define
how they see situations, as well as
define how they behave toward the
situation or object.
Job attitude and personality is a
major characteristics to absenteeism
Section D: Whether Job Design Influence Absenteeism
9. Do you think job design influences absenteeism in construction industry?
Yes [ ] No [ ]
Please explain…………………………………………………………….
How effective is job design towards curbing issues related to absenteeism in your
organization? (Tick)
Very effective Effective Less effective Not effective
49
12. Please indicate whether you agree or disagree with the following statements
concerning whether job design influences absenteeism in your organization.
(Scale: 1=strongly agree, 2=agree, 3=neutral, 4=disagree, 5=strongly disagree)
Statement 1 2 3 4 5
Job design gives workers control
over how they operate on tasks.
Job design may have positive
outcomes towards employee
absenteeism.
Job design sometimes cause
dissatisfaction among certain
employees
Job design may bring frustration
among employees who have a
desire to have control over how
they work.
Section E: Whether Working Conditions Influence Absenteeism
13. Does working conditions in your organization influence absenteeism?
Yes [ ] No [ ]
Please explain……………………………………………………………………
How would you rate the effect of working conditions in your organization?
Excellent Good Average Fair Poor
14. Please indicate whether you agree or disagree with the following statements
concerning whether working conditions influences absenteeism in your
organization. (Rate on a scale of 1 to 5, where 1=strongly agree, 2=agree,
3=neutral, 4=disagree, 5=strongly disagree)
Statement 1 2 3 4 5
Working conditions such as high
degree of monotonous work, heavy
or frequent lifting or poor work
postures can lead to absenteeism
50
Improving working environment
reduces the number of complaints
and absenteeism which in turn
increases productivity
Working environment of an
employee is one of the important
indexes of measuring their working
comfort and employee satisfaction.
Good working conditions help
employees to accomplish tasks
successfully thus minimize
absenteeism in the long run.
15. How satisfied are you with the working conditions in your organization?
Very
satisfied
Somewhat
satisfied
Neither satisfied
nor dissatisfied
Somewhat
dissatisfied
Very
dissatisfied
Thank you for your enormous contribution